CAPITULO III: MARCO METODOLÓGICO
CAPITULO 4: RESULTADOS Y ANÁLISIS
1.3 Análisis por Categorías y Subcategorías
1.3.2 Subcategorías de EA para EDS
In this part of the meeting, you reinforce the following with the employee: The standard of attendance that is expected
The needs of the service
The monitoring and reviews that would be carried out The support that would be provided
Each employee has a contractual obligation to attend work every single day, for which they are employed, and for which they are not on authorised leave. If they are absent for one day, it is a breach of this obligation.
A reasonable employer understands that people are affected by events and illnesses that prevent them from discharging this obligation.
During this phase of the interview, you must place the responsibility for coming to work where it belongs with the employee. This includes ensuring that the employee understands his/her responsibility to help identify and solve any problem that underlies their absence.
If there is a continuing problem, or there is the possibility of an ongoing problem then:
Explain to the employee their contractual obligation to attend work
Ask them to accept this responsibility and do everything that they reasonably can to discharge their responsibility
Ask them what they are going to do to improve their attendance 4. Move on phase
It is important to leave the meeting on a positive note, with confidence in the employee‟s ability to attend in the future.
Brief the employee on events that have occurred during their absence and discuss the work that needs to be done to catch up and that should be treated as a priority. If the absence has been of any length, it is a good opportunity to update the employee on issues/changes within the workplace
41 APPENDIX 9 <insert date>
Private and Confidential Name
Address Dear
Re: Initial Counselling
I am writing further to our meeting of <insert date> in which I counselled you regarding your attendance record.
As we discussed, you have had a total of <insert number> episodes of sickness absence (a total of <insert number> working days) within a 12 month period <insert date> – <insert date> which in accordance with the Trust Managing Attendance Policy, is considered to be a cause for concern.
At our meeting, we reviewed your attendance record and discussed the reasons for your absence. <insert summary of discussion> I explored with you any support that could be provided to help you improve your attendance at work and we agreed the following <insertaction(s) agreed>.
You are aware from our discussion that if you are unable to improve your attendance at work this may lead to further action in line with the Trusts Managing Attendance Policy, a copy of which was given to you.
As a valued member of the team I hope that you are successful in improving your attendance however if you have any concerns regarding this letter or anything else please feel free to discuss these with me at any time.
Yours sincerely
<INSERT MANAGER NAME> <INSERT JOB TITLE>
42 APPENDIX 10
<insert date>
Private and Confidential Name
Address Dear
Re: Sickness Absence Review Meeting
I am writing invite you to a review meeting to discuss your <delete as appropriate> absences from work on <insert dates> / continued period of absence from work which commenced on <insert date>. The meeting will also be an opportunity for us to discuss any support that the Trust can provide.
The meeting has been scheduled for <insert time> on <insert date> at <insert venue>. <Delete if not appropriate> Alternatively, if you would prefer, a home visit
can be arranged or a suitable alternative date should you not be able to attend.
I will be accompanied at the meeting by <insert name>, HR Advisor. In accordance with the Trust‟s Managing Attendance policy you may be accompanied to the meeting by a Staff Side Representative or workplace colleague.
Please find enclosed a copy of the Trust‟s Managing Attendance Policy for your information.
I would be grateful if you would contact me on <insert telephone number> to confirm your attendance at the meeting or to arrange an alternative date.
I look forward to hearing from you. Yours sincerely
<INSERT MANAGER NAME> <INSERT JOB TITLE>
Cc: Human Resources Advisor Cc: Personal file
43 APPENDIX 11 <insert date>
Private and Confidential Name
Address Dear
Re: First Letter of Concern
I am writing to confirm the outcome of the meeting held on <insert date> to discuss your absence record in the presence of <insert those present>.
At this meeting it was highlighted to you that you had been absent for a further <insert number> days over <insert number> occasions, that your level of attendance is unsatisfactory and that it is having a negative impact upon service delivery.
We discussed whether there is an underlying problem contributing to your sickness absence and your response was <insert summary of response>.
We agreed to put the following support mechanisms in place to facilitate an improvement in your attendance <insert support mechanisms>.
As your attendance has failed to improve after a reasonable opportunity for improvement following initial counselling, I confirm that I have issued you with a first letter of concern.
I will continue to monitor your attendance over the next 6 months to ensure that it meets with the expected standard of a significant improvement. If you are unable to sustain an acceptable level of attendance, you may be issued with a final letter of concern and your continued employment with the Trust may be placed at risk.
We have arranged to meet again, in <insert number of months> time, to review your attendance on <insert date>, <insert time> and <insert venue>.
I hope that the mechanisms that have been put in place will be of support to you and will enable you to improve and sustain an acceptable level of attendance. However, if you have any concerns regarding this matter please feel free to discuss these with me at any time.
Yours sincerely
<INSERT MANAGERS NAME> <INSERT JOB TITLE>
Cc: Human Resources Advisor Cc: Personal File
44 APPENDIX 12 <insert date>
Private and Confidential Name
Address Dear
Re: Final Letter of Concern
I am writing to confirm the outcome of the meeting held on <insert date> to discuss your absence record in the presence of <insert those present>.
At this meeting it was highlighted to you that you had been absent for a further <insert number> days over <insert number> occasions since the first letter of concern had been issued to you on <insert date>.
We discussed whether there is an underlying problem contributing to your sickness absence and your response was <insert summary of response>.
We agreed to put the following support mechanisms in place to facilitate an improvement in your attendance <insert support mechanisms>.
As your attendance has failed to improve after a further reasonable opportunity for improvement and your level of attendance continues to be unsatisfactory, I confirm that I have issued you with a final letter of concern.
I will continue to monitor your attendance over the next 6 months to ensure that it meets with the expected standard of a significant improvement. If you are unable to improve or sustain an acceptable level of attendance, you are warned that your continued employment with the Trust will be placed at risk and further action may be taken against you not excluding dismissal.
We have arranged to meet again, in <insert number> months time, to review your attendance on <insert date>, <insert time> and <insert venue>.
I hope that the mechanisms that have been put in place will be of support to you and will enable you to improve and sustain an acceptable level of attendance. However, if you have any concerns regarding matter please feel free to discuss these with me at any time.
Yours sincerely,
<INSERT MANAGERS NAME> <INSERT JOB TITLE>
Cc: Personal File
45 APPENDIX 13 <insert date> Name Address Dear
Re: Termination of Contract
I am writing further to the sickness absence review meeting held on <insert date>, in the presence of <insert those present>.
At the meeting you confirmed that you felt that there were no reasonable adjustments that could be made to your current post that would enable you to return to work. We discussed the option of redeployment and it was confirmed that we have been unable to secure suitable alternative employment for you within a reasonable timeframe.
<insert only if appropriate> It was highlighted at the meeting that your application to the NHS Pensions Agency for ill health retirement benefit had been successful/applied for/ pending a decision <delete as appropriate>
Therefore, after careful consideration of all the available options I therefore confirm the termination of your employment on the grounds of incapability due to ill health. I notified you that you are contractually entitled to <insert number> weeks notice. <insert only if appropriate>We agreed that this notice would be paid in lieu at full
pay as a lump sum settlement of the required contractual notice provisions. Your
employment with the Trust will therefore take effect as from <insert last day of service>
In addition you are also entitled to payment of <insert number> days outstanding annual leave that you have accrued during this leave year.
If you wish to appeal against this decision, please do so in writing to <insert name> within 14 working days of receipt of this letter. You must clearly state the basis on which you wish the appeal to be made.
Please do not hesitate to contact me should you have any queries regarding your termination of employment.
Finally may I take this opportunity to thank you for your service with the Trust and wish you well in the future.
Yours sincerely,
<INSERT NAME ACCOUNTABLE DIRECTOR> <INSERT JOBTITLE>
Cc: Personal File
46 APPENDIX 14